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När HR granskar CV med AI

Mossop, Henrietta LU (2024) SOCM15 20241
Sociology
Abstract
The aim of this essay is to examine the implications that Human Resources (HR) usage of Artificiall Intelligence (AI) in recruiting processes have in relation to a sociological theoretical framework. The aim is to highlight both positive and negative aspects of this and discuss these factors in relation to sociological institutional theory as well as theory of symbolic interactionism. The topic of interest, HRs use of AI in recruiting, and its research puzzle is introduced and the previous research on the topic is presented based on three different themes which aim to explain the main subjects of the study. Using a qualitative method the research strategy used is a secondary analysis of existing scientific literature on the main topic of... (More)
The aim of this essay is to examine the implications that Human Resources (HR) usage of Artificiall Intelligence (AI) in recruiting processes have in relation to a sociological theoretical framework. The aim is to highlight both positive and negative aspects of this and discuss these factors in relation to sociological institutional theory as well as theory of symbolic interactionism. The topic of interest, HRs use of AI in recruiting, and its research puzzle is introduced and the previous research on the topic is presented based on three different themes which aim to explain the main subjects of the study. Using a qualitative method the research strategy used is a secondary analysis of existing scientific literature on the main topic of interest. The study explores the findings in relation to the concept that there are two dimensions of society that are influenced by this process, one more individual and one organizational/societal. An analysis and discussion regarding the findings of the essay is lastly presented in relation to the theoretical frameworks. The key findings of the study are that while use of AI in recruitment can enable efficiency and limit bias it also introduces risks of technological dependency and ethical complexities. The study concludes that the integration of AI-systems in recruitment work conducted by HR requires a balance between technological benefits and isomorphic organizational trends and the preservation of the ethical and social responsibilities that the practice of HR is traditionally built upon. (Less)
Abstract (Swedish)
Denna studie syftar till att undersöka de sociologiska implikationerna som existerar kring Human Resources (HR) användning av Artificiell Intelligens (AI)-verktyg inom rekryteringsarbete. Studien har ett sociologiskt fokus i form av de teorier som appliceras på analysen av studiens resultat. Dessa teoretiska ramverk är institutionell teori, som används för att förklara hur organisatoriska trender som exempelvis användningen av AI uppstår, och symbolisk interaktionism, som syftar till att analysera det värde som inom HR-yrket uppstår i människors sociala interaktioner med varandra. Det konceptuella ramverk som omger studien utgår från den sociologiska grundtanken att det finns två dimensioner, en mindre individnivå och en större... (More)
Denna studie syftar till att undersöka de sociologiska implikationerna som existerar kring Human Resources (HR) användning av Artificiell Intelligens (AI)-verktyg inom rekryteringsarbete. Studien har ett sociologiskt fokus i form av de teorier som appliceras på analysen av studiens resultat. Dessa teoretiska ramverk är institutionell teori, som används för att förklara hur organisatoriska trender som exempelvis användningen av AI uppstår, och symbolisk interaktionism, som syftar till att analysera det värde som inom HR-yrket uppstår i människors sociala interaktioner med varandra. Det konceptuella ramverk som omger studien utgår från den sociologiska grundtanken att det finns två dimensioner, en mindre individnivå och en större organisatorisk och samhällelig nivå, att undersöka inom sociologiska studier. En kvalitativ metod tillämpas i studien och den forskningsstrategi som valts ut är en så kallad sekundäranalys av samhällsvetenskaplig forskning som gjorts inom huvudämnet. Studien fastställer positiva effekter av användning av AI inom rekrytering som effektivisering och minskad bias men lyfter också risker med det som komplexa etiska ställningstaganden och ett ökat beroende av teknologiska verktyg inom HR. Avslutningsvis diskuterar uppsatsen resultaten utifrån teorin, drar slutsatser gällande forskningsfrågorna och presenterar intressanta framtida betänkanden kring studiens ämne och förslag på framtida forskning. (Less)
Please use this url to cite or link to this publication:
author
Mossop, Henrietta LU
supervisor
organization
alternative title
En litteraturstudie om sociologin bakom användning av Artificiell Intelligens i rekryteringsarbete inom Human Resources
course
SOCM15 20241
year
type
H1 - Master's Degree (One Year)
subject
keywords
Human Resources (HR), rekrytering, Artificiell Intelligens (AI), sociologi, symbolisk interaktionism, institutionell teori
language
Swedish
id
9178456
date added to LUP
2025-01-10 14:07:38
date last changed
2025-01-10 14:07:38
@misc{9178456,
  abstract     = {{The aim of this essay is to examine the implications that Human Resources (HR) usage of Artificiall Intelligence (AI) in recruiting processes have in relation to a sociological theoretical framework. The aim is to highlight both positive and negative aspects of this and discuss these factors in relation to sociological institutional theory as well as theory of symbolic interactionism. The topic of interest, HRs use of AI in recruiting, and its research puzzle is introduced and the previous research on the topic is presented based on three different themes which aim to explain the main subjects of the study. Using a qualitative method the research strategy used is a secondary analysis of existing scientific literature on the main topic of interest. The study explores the findings in relation to the concept that there are two dimensions of society that are influenced by this process, one more individual and one organizational/societal. An analysis and discussion regarding the findings of the essay is lastly presented in relation to the theoretical frameworks. The key findings of the study are that while use of AI in recruitment can enable efficiency and limit bias it also introduces risks of technological dependency and ethical complexities. The study concludes that the integration of AI-systems in recruitment work conducted by HR requires a balance between technological benefits and isomorphic organizational trends and the preservation of the ethical and social responsibilities that the practice of HR is traditionally built upon.}},
  author       = {{Mossop, Henrietta}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{När HR granskar CV med AI}},
  year         = {{2024}},
}